Workforce Development & Capability Building
Employees want challenging, meaningful work. Our goal is to build the capability of our workforce and our community to successfully navigate an uncertain and rapidly changing environment.
We provide opportunities for employees to develop their skills, positively contribute with their professional strengths and make the most of their career.
Recruiting
We recruit people with strong leadership potential. Our companies have longstanding recruiting relationships with 15 universities nationwide. We also use digital outreach to enhance our efforts at these schools and to reach additional students where we seek to supplement our talent pipelines. Each year, we offer students paid co-ops or internships and many of these interns begin their careers with an Altria company after they graduate.
In addition to our valued university partnerships, we source talent from several organizations such as Reynold’s Community College, the Thurgood Marshall College Fund, Hire Heroes and Association of Women in Science.
Part of our ongoing strategy of building a diverse and capable talent pipeline includes our efforts to hire employees with demonstrated leadership capabilities who can help address turnover, fill important skill gaps needed for the future and provide diverse, outside perspective to our functional teams.
Development
The Learning & Development team at Altria Client Services focuses on creating modern learning experiences that advance Our Cultural Aspiration and build capabilities for our employees. They focus on providing learning and development opportunities that align with individual employees’ career and development plans and are designed to improve employee capability and productivity, contribute to Our Cultural Aspiration and drive business results.
Our integrated talent platform brings together learning and development, performance and career planning, and includes almost 10,000 learning modules and videos that cover a myriad of topics from inspirational leadership to problem solving. The catalog includes access to popular TED Talks, LinkedIn Learning opportunities, internally created Human Resources courses and a roster for virtual and classroom trainings.
The platform also supports the annual development plan process for salaried employees by outlining and tracking progress toward their annual performance objectives and metrics that drive individual learning, performance and career planning. Accountability against performance objectives, alongside coaching and feedback from managers on at least a quarterly basis, empowers employees to take ownership and actively participate in their career plans.
Annually, management evaluates employees' performance against their objectives. The results of these assessments determine salaried employees' incentive compensation through our pay-for-performance model, which recognizes higher levels of performance with higher variable compensation awards.
Rewarding & Recognizing Our Employees
Our compensation program helps us attract, retain and motivate world-class talent. Depending on level, total compensation can include different elements – base pay, annual cash incentives, long-term stock and cash incentives, and benefits. Our goal is to provide total target compensation packages between the 50th and 75th percentile of our peer companies, meaning our compensation is targeted to be better than a significant portion of companies with which we compete for talent.
Our peer-to-peer recognition system, Snap, continues to shine a spotlight on outstanding performance and everyday excellence. Snap enables employees across our companies to recognize each other for embodying Our Cultural Aspiration in how we show up for each other — and for our external partners and stakeholders.
Employee Engagement Survey
The overall employee score was 77, exceeding the U.S. Benchmark of 75.
Our Progress
Learn more about how we support our employees in our Supporting Our Employees & Communities report.